Safer Bars and Workplaces Training Rules

Summary#

This bill, called the Safe Night Out Act, 2025, aims to reduce sexual violence and harassment in Ontario. It sets new training and policy rules for bars and other places that serve alcohol, and it strengthens workplace safety rules for all employers.

• Requires the alcohol regulator to create an evidence-based, trauma-informed training program on sexual violence and harassment.
• Makes this training mandatory for licensees, servers, security staff, and their supervisors in places that sell or serve alcohol.
• Requires bars and similar venues to have a written policy and post a sign showing staff completed the training.
• Updates workplace safety law to define workplace sexual violence and sexual harassment more clearly, including online acts.
• Requires every employer to complete approved sexual harassment training and to ensure all workers and supervisors do the same.
• Takes effect six months after it becomes law; bar and venue staff already working then have four more months to finish training.

What it means for you#

• Patrons and community members

  • You should see signs in bars and venues showing that staff are trained.
  • Staff will be trained to spot risks, understand consent, and intervene safely.
  • Venues must have a policy and share information on local supports for people who experience sexual violence or harassment.

• Workers in bars, restaurants, clubs, and event venues

  • You must complete the new training before you start serving alcohol, doing security, or supervising those roles.
  • If you are already in one of these roles when the law takes effect, you have four months to complete the training.
  • Your workplace must have a clear policy on how incidents will be handled and where to find help.

• Bar and venue owners, licensees, and permit holders

  • You must complete the training yourself and ensure servers, security, and supervisors do it before they start work.
  • You must post a sign in a visible place saying required staff have completed the training.
  • You must keep a written policy that explains how incidents will be addressed and lists local supports and services.
  • The bill says completing training alone does not make someone civilly liable (legally responsible for money damages) if an incident occurs.

• All Ontario employers (any industry)

  • You must complete sexual harassment training approved by Ontario’s Chief Prevention Officer (the official who oversees workplace safety).
  • You must make sure all workers, supervisors, and joint health and safety committee members also complete approved training.
  • Your workplace violence and harassment policies must specifically address sexual violence and sexual harassment.
  • You must take reasonable measures to prevent harassment and promote respect and dignity at work, including online conduct.

• Workers in any workplace

  • You will be required to take sexual harassment training approved by the province.
  • Policies should be clearer about what sexual violence and harassment include and how to get help.

• Timing

  • The law starts six months after it is passed.
  • Bars and venues then have four more months to get existing staff trained. The bill does not set a specific deadline for the general workplace training, but the requirement begins when the law takes effect.

Expenses#

No publicly available information.

Proponents' View#

• Training before starting a job helps prevent harm and creates safer bars, venues, and workplaces.
• Clear, shared definitions of consent, sexual violence, and harassment (including online acts) reduce confusion and improve responses.
• Posting signs and having a written policy make help easier to find and show a visible commitment to safety.
• Province-approved training ensures consistent, high-quality content across workplaces.
• Trauma-informed, evidence-based training is more effective for both prevention and response.

Opponents' View#

• Training time and program fees could be costly for small businesses, especially venues with high staff turnover.
• Bars and restaurants already provide alcohol service training; adding more training may feel duplicative or cause “training fatigue.”
• Details depend on future government-approved courses, which could create confusion or delays until materials are released.
• Posting signs and writing policies may lead to “check-the-box” compliance without real culture change if not supported by resources.
• The bill does not state who pays for the training time or how enforcement will work day to day, which may worry employers and workers.